The Governing Board prohibits sexual harassment in the working environment of district employees or applicants by any person in any form.

of 6 SEXUAL HARASSMENT The Governing Board prohibits sexual harassment in the working environment of district employees or applicants by any person in any form. I. Definition of Sexual Harassment A. Sexual harassment in the workplace is unwelcome conduct or communication of a sexual nature which has the purpose or effect of: 1. Interfering with an individual's work performance; 2. Creating an intimidating, hostile, or offensive working environment. B. Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or, 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decision affecting the individual. C. Specifically, sexual harassment may occur as a pattern of degrading sexual speech or actions ranging from verbal or physical annoyances or distractions to deliberate intimidation and frank threats or sexual demands. Sexual harassment may include, but is not limited to: 1 Vulgar remarks; 2. Sexually derogatory comments regarding a person's appearance; 3. Physical touching, pinching, patting, or blocking free movement; 4. Sexual propositions or advances (with or without threats to a person's job or promotion if that person does not submit); 5. Physical assault; 6. Sexually suggestive or degrading posters, cartoons, pictures or drawings; 7. Offensive sexual jokes, slurs, insults, innuendoes or comments; 8. Spreading sexual rumors. II. District Sexual Harassment Investigative Unit The District Sexual Harassment Investigative Unit will normally be comprised of three (3) members with at least one representative from the male gender and one representative from the female gender. A Human Resources Administrator will chair the Investigative Unit. Other members of the team will be District and school administrators who would normally have a "right to know about" sexual

of 6 harassment claims and are considered confidential employees. The membership of the Sexual Harassment Investigative Unit will be shared with all employees annually. Ill. Cross-District Sexual Harassment Investigative Unit (Optional) Should the complainant request, the Sexual Harassment Investigative Unit may include representatives from the cooperating districts (Sweetwater Union High School District, South Bay Union School District, San Ysidro School District, Chula Vista Elementary School District, and National School District). The composition of the cross-district fact-finding team will be determined by the complainant and the Human Resources Administrator; however, the team will be comprised of at least one representative from the male gender and one representative from the female gender. Cross-district hold harmless indemnification agreements are required prior to utilizing members from a cooperating district's Sexual Harassment Investigative Unit. IV. General Provisions A. Any questions regarding this policy should be directed to the Superintendent or the Human Resources Administrator. B. Any person who is dissatisfied with the manner in which the Sexual Harassment Investigative Unit conducts an investigation or resolves questions regarding this policy should contact the Superintendent or Human Resources Administrator to seek resolution of such issues. C. Although this policy anticipates the Sexual Harassment Investigative Unit is responsible for investigating all written complaints which have reached the formal complaint process, nothing in this policy is intended to prohibit the Superintendent from appointing different District administrators as investigators where appropriate. D. All allegations of sexual harassment should be brought to the District's attention at the earliest possible time. The District will observe State and Federal

of 6 timelines for addressing allegations of sexual harassment and each case will be assessed on an individual basis. Allegations of sexual harassment shall be investigated in accordance with these administrative regulations. E. The District recognizes that confidentiality is important to all parties involved in a sexual harassment investigation. To the extent practical, the confidentiality of the complainant, respondent and witnesses will be protected. Employees and/or students interviewed in accordance with these policies are directed to assist in maintaining such confidentiality. F. The District will not tolerate retaliation against any individual for initiation, pursuit or assistance with a complaint of sexual harassment. Any employee who retaliates against any individual in violation of the policy dealing with sexual harassment and/or these administrative regulations may be subject to disciplinary action. G. Any employee who is determined to have falsely initiated, or participated in, a sexual harassment investigation may be subject to disciplinary action. H. The District shall not undertake any disciplinary action involving any respondent or complainant until a final decision has been rendered, except as herein provided. Any individual subjected to potential discipline shall have an opportunity to review all materials and provide a response. If, in the opinion of the Superintendent, immediate action is necessary, reasonable efforts to first inform the respondent and allow him/her an opportunity, under the circumstances, to respond to the allegations will be provided. For the purposes of this policy, placement on paid administrative leave shall not be considered disciplinary action. I. The complainant and the respondent may be assisted by a representative of his/her choice at any stage of these proceedings. J. A complainant may withdraw his/her complaint at any time during the complaint process. The withdrawal must be in writing. K. The investigation of sexual harassment complaints may continue even though the complainant has withdrawn her/his complaint if evidence gathered to date indicates that sexual harassment may have occurred.

of 6 L. If the Human Resources Administrator is a party to the complaint, then the complaint should be filed with the Superintendent. The Superintendent will then act in his/her stead for the purposes of this policy. M. If the Superintendent is a party to the complaint, then the complaint should be filed with the President of the Board of Education. N. If a member of the Board of Education is a party to the complaint, then the complaint should be filed with the Superintendent. V. Sexual Harassment Complaint Procedures Any employee or applicant who believes they have been sexually harassed are encouraged to utilize the District's sexual harassment complaint procedure. The procedure may begin at the informal or formal level. The District will also make available training and written materials to employees regarding sexual harassment and the procedure for resolving complaints of sexual harassment. All District employees have an obligation to ensure that sexual harassment does not occur. A. Informal Complaint Process 1. Employees or applicants for employment who believe that they have been sexually harassed are encouraged to contact their immediate supervisor and/or initiate the sexual harassment complaint process by contacting the District's Human Resources Administrator or a member of the Sexual Harassment Investigative Unit. 2. If the respondent is a District employee, the Human Resources Administrator will notify the individual's supervisor of the complaint. 3. If the complainant and the respondent appear willing to resolve the complaint informally, the Human Resources Administrator will attempt informal resolution. Depending on the situation, the Human Resources Administrator may: a. Bring both parties together to discuss the complaint and immediate resolution;

of 6 b. Serve as an intermediary between the complainant and the respondent; and/or; c. Present a settlement proposal for consideration by the complainant and the respondent which resolves the complaint. 4. If informal resolution does not occur within twenty work days from the date of the initial complaint, either the complainant must complete and sign an "Employee Complaint Alleging Sexual Harassment" form which provides information on the alleged act(s) of sexual harassment, remedy sought, and other relevant facts; or the informal complaint is terminated by the complainant. This twenty work day time line may be extended for an additional twenty work days by written agreement between the complainant and the respondent. B. Formal Sexual Harassment Complaint Process 1. The formal sexual harassment complaint process may begin at any time but no later than twenty work days after the receipt of a signed and complete "Employee Complaint Alleging Sexual Harassment" form (unless extended as specified above). The formal sexual harassment complaint process is triggered by the expiration of the time for the informal stage or a determination on the part of the Human Resources Administrator that the complaint cannot be resolved informally. 2. The Human Resources Administrator shall notify all parties to the complaint that the formal investigation has begun. 3. In the formal sexual harassment complaint process, the Sexual Harassment Investigative Unit will conduct a thorough investigation of the alleged act(s) of sexual harassment. a. The Investigative Unit will interview relevant witnesses; and b. The Investigative Unit will review relevant documents. 4. The Investigative Unit will issue a written response within forty-five work days from the filing of the written complaint. Copies will be sent to the Human Resources Administrator, the complainant, and the respondent. If the respondent is an employee, the employee's supervisor will be notified of the resolution of the complaint.

of 6 The response will include and analyze relevant findings of fact and a conclusion with respect to the validity of the allegation(s) of sexual harassment. 5. When sexual harassment is found, the Human Resources Administrator will ensure that an appropriate remedy is applied. 6. The complainant and/or the respondent may appeal the decision(s) of the Human Resources Administrator to the Superintendent. 7. If the Superintendent is a party to the complaint, an appeal may be filed with the President of the Board of Education. VI. Notification A. A copy of the District's "Sexual Harassment Information Pamphlet" and list of the members of the Sexual Harassment Investigative Unit will be distributed on an annual basis to all employees. B. A copy of Board Policy 4019 shall be displayed in a prominent location at each school site and within each department at the Education Service and Support Center. Regulation Reviewed: 10/11/94 CHULA VISTA ELEMENTARY SCHOOL DISTRICT Chula Vista, California